Posted June 22nd, 2026 in Legal Insights with Tags Pay equity
Connecticut Expands Pay Transparency Requirements in Job Postings
On October 1, 2026, Connecticut will become the latest state to boost its pay transparency requirements for job postings.
Under existing law, employers in Connecticut cannot restrict or prohibit employees from discussing or inquiring about wages or compensation, nor can they take adverse action against employees engaging in protected conduct under the law. During the hiring process, employers cannot inquire about or elicit information about an applicant’s wage or salary history. In addition, Connecticut law already requires employers to provide information about a position’s wage range upon request or at the time an offer of compensation is made.
In a recent amendment, Connecticut will expand these requirements. In particular:
- In external and internal job postings, employers must include a “good faith” listing of the salary or wage range and a general description of benefits.
- With respect to “benefits,” this includes “health insurance benefits, retirement benefits, fringe benefits, paid leave and any other compensation other than wages.”
The job posting requirements apply to any position performed within Connecticut or to any position reporting to a supervisor, office, or worksite located within Connecticut.
The requirements are similar to those in other states with pay transparency laws for job postings. As a result, many multi-state employers are proactively including wage and benefits information in all job postings, unless the posting is tied to a specific geographic area without such requirements.